The Human Resource Function
- The HR function refers to the human resource department, its practices, and the professionals involved.
- It is an example of the ethics it advocates for others
There are some occasions when you might need to upgrade and update the human resource function. Examples of these occasions include:
- When your have newly been appointed to head the HR function of the company and need to deliver value to the company and clients.
- When conducting a functional review and need to create a template to guide the process
- When you are seeking to transform the HR function to create improvements.
Transforming human resource can be addressed through a four phase approach. These 4 phases are theory, assessment, investment, and follow up.
This is the blueprint of the entire human resource system in the organization and how it can be made more effective.
Provides a framework for the essential elements of human resource and how they work together.
The HR theory is driven by a value proposition whose blueprint has five elements namely:
- Knowing the external realities
These are business realities like technology, economics, globalization, and demographics.
- Serving both internal and external stakeholders
These include customers, investors, managers, and employees
- Crafting HR practices
This deals with people, performance and how the work gets done.
This is concerned with strategy and organization.
- Ensuring there is HR professionalism
This is achieved by examining HR roles, competencies, and development
In initiating and planning your human resource transformation each of the five elements should be addressed in presentations and in team meetings. They are useful in creating transformation templates for staff functions in different departments like IT, marketing, and legal among others.
This phase is important in determining how your human resource department is performing with regards to your criteria for improvement. Each of the five elements in the value proposition of your transformation blueprint are assessed for performance.
This phase makes the necessary suggestions about what you can actually do to make improvements in your HR function.
Investment is measured by the impact your input has on each of the five elements in your value proposition
- Follow up
This phase is important in ensuring that everything has been done according to plan. It is an important phase in determining whether your efforts in transforming your HR have been effective enough. An “HR Dashboard” with indicators like investment impact measures can be used to monitor and track your efforts to determine whether transformation has been achieved or not.
Follow-up can formally be conducted semi-annually, annually, or biennually to review the strengths or weaknesses of the investments with the aim of improving performance. Such reviews are usually conducted and monitored by senior executives who should emphasize on improvement and excellence from all departments and staff organizations.
Follow-up is also a daily routine where data collected on a regular frequency is used to determine how each of the HR elements is being executed. It can also be conducted through quarterly surveys and staff meetings. It is also important to note that follow-up is a personal obligation to each of the HR professional. They are expected to continually reflect and seek for ways to improve performance in the process of transformation.
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